Women 's Leadership : Female Form Of Male Form

When analyzing leadership characteristics and styles, there are considerable differences in gender characteristics that are identified. Men are considered to have “masculine” traits, such as being

Andersen, JA & Hansson, PH 2011,"At the end of the road? On differences between women and men in leadership behaviour", Leadership & Organization Development Journal, vol. 32 no. 5 pp. 428 – 441

One identified contributor to women's slower than expected assent into leadership is the persistence of assumptions and stereotypes that women are intrinsically "communal" or "dependent" and "passive", and therefore, lack the capacity to succeed as leaders. (National Academy of Sciences National Academy of Engineering Institute of Medicine of the National Academies, 2006 as cited by Isaac, Kaatz & Carnes, 2012).

The studies observed that women tend to adopt a more transformational and participative initiative style while men were seen to embrace more dictatorial and disciplined styles (Eagly & Johnson, 1990). The research studies likewise found that the style chosen by most women for the most part ends up being helpful for authoritative adequacy, for the most part coordinating the arrangement of reward, inspiration, expectation, and eagerness among others (Mohr & Wolfram, 2008). These differences in gender leadership styles may influence the way the coach approaches his or her coaching method to be more effective. For example, women in leadership are described as having a softer verbal tone than men who often have a more authoritative tone (Mohr & Wolfram, 2008) which can be offensive if a coach uses an authoritative tone unnecessarily or constantly with a woman

Man may have the upper hand on leadership roles because of their agentic tract being portrayed as effective leadership. In the article, the author describes the two sets of associated, communal to be more of a women and agentic to be more of men. Because women are not much of a leader type that they do not have the qualification for leadership positions. Women who have obtain the leadership jobs are expected to be agentic but when they showing more of an agentic type they quickly become dislike for not behavior like a woman. While men are more successful as leader due to people like them regardless of the type of associated, communal or agentic, men take.

Thesis statement: Leadership depends on the leader’s leadership style and there way of communicating ideas rather than the leader themselves. Both women and men believe in similar leadership styles however women prefer a more participative leadership approach.

The feminism leadership theory provides some insights on the challenges I face as a woman leader in wanting to be transformational. Women have been and still are expected to manifest certain qualities in their thinking and action. These are culturally engraved qualities, assumed to be the identifying traits of femininity, and include friendliness, kindness, and unselfishness. These expectations are sharply different from the agentic qualities expected of “masculinity” and men, such as assertiveness and instrumental competence (Eagly et al., 2003). Stereotypical beliefs remain strong so that, when working as leaders or managers, women (and men) are expected to behave as culture defines them on the basis of their gender alone. Thus it is anticipated

To understand differences between male and female leaders, it perhaps is best to understand how these differences are perceived. The perception of an individual can greatly differ depending on the viewpoint of the observer. A subject who is both educated and articulate can be defined by an observer as a worthy and accomplished individual. The observer in this case has assigned positive qualities to describe the subject. The same educated and articulate individual can be defined as conceited and stuck-up by a second observer. The second observer has assigned negative qualities to describe the individual. Suppose an unbiased scientific study concludes the educated and articulate individual is in fact worthy, accomplished, yet conceited and stuck-up, how is this possible and what does this say about the perception of the observers? According to Ashleigh Shelby Rosette, assistant professor at Duke University’s Fuqua School of Business, perceptions can and do change within the context of executive business; “successful women may face changing stereotypes as they move up the corporate ladder” (Rosette, 2010). Rosette conducted a study in which she had students evaluate male and female CEO’s. Though female top executives and middle managers were viewed less favorably, at the CEO level they were viewed more favorably than their male counterparts.

Through this semester’s readings, we learned that 70 percent of girls and women think it is time to change the way society talks about menstruation. The 14 students in this semester’s Women’s Leadership and Social Change class are part of that 70 percent. This is clear, for when the class was split into the two groups and has to develop an activist project, both chose to focus on the need of destigmatizing menstruation. While one group chose to gear its project toward homeless menstruating persons in the local area, the other group aimed to “increase awareness in the campus environment of the stigma against menstruation and the inequalities women face in connection with menstruation,” as stated in the project’s handbook. From all the possible topics around which the two groups could have built their project, menstruation was the selected topic. This is quite telling of how much the class, as a group of women leaders, felt how important it was to address the stigmas surrounding menstruation. Combining the two projects into one, the the idea of Period Perspectives was created. The capstone project and how it came to be is a prime example of how bringing together different ideas, identities, experiences and backgrounds can make for a more powerful outcome, and the success of Period Perspectives was seen not only by its members, but also by the student body.

Women have long been known to be more relationship-oriented, emotional, and tenderhearted and have embraced these characteristics to break down the decades of stereotypes that had previously hindered them from attaining positions of power. Some individuals believe these characteristics are perceived as flaws in leadership; however, today they can have a positive effect on relationships between female leaders and the population they serve. This will serve as my hypothesis for this paper. For example, one female president of a higher education institution believes showing emotion allows students to feel more connected to her (Vaughan, 1989, p. 24). They have proven that they are equally qualified and in many cases, are more successful in position of power than men.

leadership. This paper aims to present a clear picture of women in leadership. It shows where

The purpose of this article was to examine women’s and men’s leadership styles, the effectiveness of the different leadership styles, and the true determination of effectiveness as a woman leader (Appelbaum et al, 2003, p. 43). The article present research conducted for theories examined. Comparing this week’s work assignment to this article, I notice a linkage to a few items. The comparable list that is closely related to parts of theories in the reading assignment are gender stereotypes; different leadership style effectiveness; developmental opportunity, and experience. All of these different topics are related to the Leadership Labyrinth.

It’s impossible to respect, value and admire great leadership if you can’t identify what makes a leader great. There are noticeable differences among the leaders, none may be as significant as the leadership styles of the men and women leading their respective organizations. Many researchers suggest that women leaders are natural leaders and women are more qualified for leadership positions while others suggest differently. I address my assertion that women possess more natural leadership than men. This paper will include some inserts from different articles about the topic and real examples of current women leaders in our society. I will conclude by closing defending lines and by suggesting more women should take leadership roles in our society.

This assignment will briefly summarize two academic articles about women in leadership. The first article described “women leaders and spirituality,” while the second one reflected the importance of “women’s self-efficacy on the success of leadership”. The main theme of both articles characterizes the key components that shape a successful woman leader.

We have great leader especially are women leaders. They empower other people and embrace each other in a loving kind of way . The are some good leaders.There is also some bad, but the good outways the bad. It’s importance of women leaders . I think we have been wrong to some women just because they are women. Women should have the same rights as men do. This is coming from a man, so women aren’t they only ones wanting rights for each other. The good leaders out there in the world are trying to making a change. Trying to make this world a better place. We should have more women leaders in the world like this. They are leaders that want rights for each other. They are making a change for people everyday.